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first_img Previous Article Next Article This award recognises organisations that have adopted a proactive approachto improving the health of employees. The judge looked for a clear explanationof what action has been taken, who was involved, how and why. Entrantsdemonstrated a range of positive outcomes for their organisation, includingreduced absenteeism, improved morale and changes in workplace cultureCategory JudgeDr Noel McElearney is a consultant occupational physician with a long trackrecord in blue-chip organisations. He has worked for Guinness, British Airways,the Wellcome Foundation and Marks & Spencer. He was appointed director of group health, safety and environment atScottish and Newcastle in 1999, holds fellowships of the Faculties ofOccupational Medicine of the Royal Colleges of Physicians in London and Dublin,and has an MA in occupational health. He is a past president of the Society of Occupational Medicine and ischairman of its education panel. West Bromwich Building SocietyThe teamNo. in People Support team 9, including payroll. Staff responsible for 750Julie Malpass, People support officerMatthew Lutz, Recruitment officer Jacqui Cunning, People support managerKelly BuncePeople, Support assistantTracey Hinton, Payroll officerClare Riley, Assistant people support officerBina Desai, Senior people support assistantAmanda Esprey, People support adviser Paul Turner, General manager, People DivisionNancy Waite, Compensation and benefits analystPeople support divisionAbout the companyWest Bromwich Building Society was formed 154 years ago, makingit one of the UK’s oldest building societies. It employs 750 staff and has 49branches, mainly in the West Midlands. It is the ninth largest building societywith assets of around £4bn The challengeTo raise health awareness among employees, and reduce sicknessabsence levels at the same timeWhat the company did– Developed health awareness programme to improve existinghealthcare benefit provision – Introduced new benefits through local providers, reducingcosts and helping to build links with local communities– Developed the project in-house for the first two years,saving on consultant costs– Developed the software needed for the surveysBenefits and achievements– Sickness absence reduced from more than six days a year to less than fourdays – Introduced gym membership, flu vaccinations, alternativetherapist, health assessments, employee assistance programme, occupationalhealth service– Employee satisfaction increased– Improved employee morale– Improved People Support team’s profile within the business– The programme is regularly communicated to employees via a varietyof media, including the intranet, e-mails, benefits statements and newsletters Dr McElearney says:”Recently voted69th in The Sunday Times’ Top 100 Best Companies to WorkFor list, the West Bromwich Building Society presents thecase for doing more ofwhat you do well. If you could bottle enthusiasm, it could sell this as well.This case study provides quality evidence that aligning health benefits to theneeds of your employees brings a rewarding return on your investment.” Standard life healthcareThe teamNo. in HR team 14Staff responsible for 730Vince Mewett, Head of human resourcesAudrey Russell, Facilities administratorJulia Wellard, HR consultant Sarah Smithers, HR administratorChengetai Bobo, Personnel officerKim Beaven, Recruitment officerIan McClelland, Health and safety adviserSLH Human ResourcesAbout the company Standard Life Healthcare is the UK’s fourth- largest private medicalinsurance company The challenge To increase market share from 6 per cent to 15 per cent over five yearsthrough improved staff performance What the company did – Introduced initiatives to improve staff engagement, including coffeemornings, learning resource centres and a culture change programme – Implemented Vielife Online to provide a benchmark of overall health andwell-being – Actioned the results of the initial health and well-being assessment –initiatives included: on-site health fairs, seminars on nutrition, free fruitdays and fibre bar days, and heavily subsidised back, shoulder and headmassages Benefits and achievements – New business up by 26 per cent – Customer retention up by 2.2 per cent – Staff turnover cut by more than 60 per cent since launch of focus onhealth and well-being, – Vielife Online, first adopted internally by HR, has been integrated intothe Standard Life Healthcare core private medical insurance product offered tonew and existing clients – Improved employee nutrition by more than 35 per cent – Staff have started to introduce their own well-being-based initiativesincluding on-site fitness classes and a slimming club Dr McElearney says: “Sometimes the needs of others are also your needs,and likewise with solutions. Standard Life Healthcare tried a solution andliked it so much, it went into partnership with the supplier, and now marketsthis to its own customers. This case study shows the benefits of not beingafraid to try new ideas. “Severn Trent WaterThe teamNo. in HR safety team 12Staff responsible for 4,500Neil Budworth, Principal safetyadviserJane Carter, Alyson Thomas and Gill Glenny Safety advisersClare Read, Senior safety adviserDeborah James and Jane FordSenior administratorsAnthony Haynes, Safety adviserJane McFarland, Principal safety adviserPaul Traynor, Head of health and safetyJohn Hollis, Safety adviserHealth and Safety TeamAbout the companySevern Trent Water provides water and sewerage services to 8million customers in the Midlands, operating more than 1,000 sewage and 20water treatment worksThe challengeTo reduce the cost of manual handling injuries and better manageassociated risks.What the company did– Researched and developed a seven-step approach to managingmanual handling: assessment of the activity; medical assessment; stafftraining; introduction of a monitoring/coaching and data gatheringsystem; fast-track referral system; return-to- work plans and dealing withdesign issues– Developed a multi-team approach involving HR, health andsafety, networks team and external experts– Developed a solution for hand-arm vibration syndrome (HAVS),including partnership with Private Health Care to develop a HAVS clinicBenefits and achievements– Initiatives in line with the organisation’s moral values of‘caring’– Savings of £8,200 based on days lost in one county over a six-monthperiod– Improved quality of life for staff using vibrating equipment,cut insurance claims costsDr McElearney says: “Howdo you supervise the health and safety of so many remote workers? Theinnovative answers that Severn Trent Water has developed relate to managingrisk in the field: by empowering its employees with a new approach to manualhandling and by introducing field-based screening for HAVS. STW faces these twointerventions in quite different ways. One releases expert knowledge from thejob, the other applies expert knowledge to the job.”Aon Health Solutions is the UK’sleading provider of cohesive employee risk services. Our propositions includeoccupational health services, general practice, health assessments,physiotherapy, private medical insurance consulting, employee risk consultingand organisational measurement solutions. We help our clients reduce the costof employee risk by helping to ensure their workforce is healthy and productiveTo book your table at the HR event of the year go to www.personneltodayawards.com orphone Jacqui Winn on 020 8652 3304 Aon Health Solutions Award for Managing Health at WorkOn 19 Aug 2003 in Personnel Today Comments are closed. 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